Services
Management & Leadership Assessment
Individual Executive Assessment
Specialist Role Assessment
Assessment for Talent Pool
Assessment for Redundancy
Assessment for Redeployment
Research has shown consistent evidence that the Assessment Centre method is one of the most reliable predictors of managerial performance and success, offering improved accuracy in diagnosis and selection, fairness and accuracy of promotion decisions.
It is an excellent diagnostic tool because it separates an individual’s abilities into specific dimensions and seeks specific examples of good and poor behaviour within each dimension. This enables one to determine more precisely what training and developmental activities are required.
Almost all organizations using assessment centres for selection or promotion also use the information obtained to diagnose training needs. However, a major current trend is for companies to use assessment centres solely to diagnose training needs, thus the name development centres, making sure people receive the training prescriptions they mostly need and not a standard package, saving individuals and organizations a great deal of time and effort.
An Assessment is a process, where
- candidates are assessed individually or in groups, with important time and resource savings
- several predefined competencies are assessed, thus making the assessment more objective and comprehensive
- several different exercises are used to assess behaviour in different situations
- several observers assess the candidates, thus making the process more objective and unbiased
- all results are integrated thus creating a complex and detailed report on each candidates’ strengths and weaknesses
General steps of an Assessment Centre
1. Defining competencies: A successful assessment is based on a Competency Model that will be developed together with the client. Competencies describe a behaviour needed in order to perform a job effectively.
2. Choosing tests and exercises: The choice of exercises in the assessment is focused on those that will provide opportunities to observe relevant behaviours according to the set competencies.
3. During the Assessment Centre: Our consultants will moderate and organize the whole assessment process, administer and score the tests, evaluate the performance.
4. After the Assessment Centre: Each assessed person will receive an individual feedback by one of our consultants. The written report describes the strengths and development needs relevant to the competency model.
Our Consultants
- develop a client specific competency model;
- select or develop the exercises;
- train the in-house observers of the client;
- moderate and organize the whole assessment process;
- deliver the reports with a detailed description of the candidates potential and development needs.
General tools we use during the Assessment Centres
- Occupational Personality Questionnaire (OPQ) – to get a comprehensive image of the candidates personality profile;
- Ability Tests – to evaluate the intellectual abilities;
- Role-Play exercises – to evaluate social competencies;
- Group exercises – to evaluate team behaviour or leadership style;
- Analysis exercises – to evaluate problem solving abilities;
- Presentation exercises – to evaluate presentation skills and selling style.
You can find a more detailed description of these instruments in the products section on this site or contact us to discuss your needs or to get more information.
The outcome of the Assessment Centre
The outcome of the assessment is a personalized hand-written report for each participant, containing the following:
- A brief description of each candidate against each competency;
- A chart with grades from 1-5 showing whether the respective competency is a strength or scope for development;
- Action oriented development recommendations on the needed fields;
- The graphic representation of the results against a General Romanian Managerial Norm Group or against specific industry.
We run Assessment Centres in Romanian or English. Our suggestion is to make the AC in the native language of the participants. If knowledge of a foreign language is an important factor the language skills should be assessed in a separate exercise (or for example in a presentation exercise).